Churches often don’t make thoughtful choices about leadership. Usually churches use the “find a warm body” approach to leadership selection. A job needs filling and the church has anxiety about filling it, and whoever can be stuck there is the person chosen for the job. At the other extreme, someone has been in a job a very long time, and the church fears taking that job away and hurting that leader’s feelings, regardless of whether or not that person is effective in the role.

In chapter 21 of the Rule of St. Benedict, Benedict mentions that in larger communities the Abbot of the monastery will need to appoint Deans who will share the burden of leadership. These Deans aren’t chosen by seniority in the monastery or by age, “but according to their worthiness of life and the wisdom of their doctrine.” These aren’t lifetime appointments, either. If their position leads them to pride, they are to be corrected a few times, and if this doesn’t work they are to be replaced.

Leadership in churches is a perennial challenge. It’s hard work to find someone who will say the magic word “yes” to a job. Making sure leaders are appreciated is a tricky dance, and no one welcomes the opportunity to tell a volunteer his or her work is no longer effective and needed in a position. I wish, though, churches could learn from Benedict, where they might begin seeking leaders by asking, “Who is the very best person for this job, the person most qualified in terms of faith, character and wisdom?”